Purpose
Provide one-stop HR Business Partnering service and support to respective functions based in the UAE, ensuring that leaders and employees receive consistent, high-quality HR support throughout the employee lifecycle. In parallel, play a double-hat role by driving cluster-wide Talent processes and projects to strengthen consistency and talent outcomes across the EMC HR organization. Act as the EMC Talent SPOC, leading talent agenda coordination across markets and functions to ensure a strong leadership pipeline, succession readiness and development culture.

 

Key Responsibilities

HRBP

• Act as a strategic HR Business Partner to leaders of non-commercial functions based in the UAE, building, cascading and executing functional people agendas aligned with business priorities and the adidas people strategy.
• Act as a member of relevant Functional Leadership Teams and advise leaders on people, organization, culture, talent, performance and DEI priorities.
•  Provide trusted coaching and guidance to leaders and managers; articulate and embed HR and tools that enable great line management and an employee-oriented, highperformance culture.
•  Build and maintain strong relationships with internal customers to understand business needs, translate them into people priorities and ensure the requirements of global functions in the UAE are represented in the EMC overarching people agenda.
•  Provide HR Business Partnering support across the employee lifecycle and work closely with HR Centres of Excellence, HRS and country HR teams to deliver a consistent employee experience and position adidas as an employer of choice.
•  Manage core HR processes for the supported UAE functions, including people development, recruitment, mobility, compensation, promotions and workforce planning in partnership with relevant Centres of Excellence and line managers.

Talent Management 

• Serve as the EMC Talent SPOC and primary liaison between EMC, Emerging Markets and Global Talent teams on all talent-related initiatives and priorities.
• Lead the EMC talent management agenda, ensuring consistent execution of talent reviews, succession planning, leadership assessment, development planning and high-potential programs across markets.
• Drive EMC-wide talent calibration processes and facilitate alignment on talent decisions, succession pipelines and organizational capability priorities.
• Partner with HRBPs and business leaders to identify critical capability gaps and develop talent strategies that support current and future business needs.
• Monitor and analyze talent metrics, succession health, leadership bench strength, internal mobility and retention trends, translating insights into actionable recommendations.

Key Relationships:
• Function Leaders and Functional Leadership Teams based in the UAE
• EMC Senior Leadership Team and EMC HR Leadership Team
• HR Business Partners and Country HR teams across EMC
• Global and Emerging Markets HR teams
• HR Centres of Excellence
• HRS, Finance, Data and Analytics and other enabling functions
• External business partners

Knowledge Skills and Abilities:
• Strong leadership, influencing and stakeholder management skills
• Strategic HR partnership capabilities and strong business acumen
• Ability to balance hands-on HR Business Partnering with cluster-level strategic, governance and 
project responsibilities
• Strong analytical capabilities with the ability to translate data and insights into clear 
recommendations and actions
• Excellent organization, prioritization and problem-solving skills, with the ability to manage multiple 
priorities in a fast-paced environment
• Collaborative and inclusive attitude with a growth mindset
• Strong work ethic, integrity and sound judgment
• Excellent written, verbal, presentation and executive communication skills

Requisite Education and Experience:
University degree in related fields
10+ years of progressive HR experience, preferably in an international and matrix organization, with 
strong HR Business Partnering exposure
Demonstrated experience leading cross-functional HR projects, governance processes and strategic 
initiatives
Experience in a leadership role is an advantage